Overtime Pay Calculator
Calculate gross wages with 1.5x time-and-a-half and 2.0x double-time pay. Toggle between standard federal 40-hour weekly overtime and California daily overtime schedules. · State presets and pay-frequency outputs ship next — see the methodology guide below.
Federal engine: first 40 hours @ 1.0x, hours over 40 @ 1.5x. Mon–Sun week assumed for display only.
Overtime is derived from your total: first 40 hours @ 1.0x, hours over 40 @ 1.5x (29 U.S.C. § 207). Max 168 hours = every hour of the week.
Advanced: salary mode & custom contract multipliers
Prefills the hourly rate as annual ÷ 2,080 (DIR salary method: monthly × 12 ÷ 52 ÷ 40). A simplification — payroll software recomputes weekly.
Contract / CBA rates only. The OBBBA deduction still covers just the 0.5x FLSA-required half — a higher multiplier never inflates the qualified-half readout below.
Pay-Frequency Equivalents
Unadjusted gross, derived from the weekly figure above on a 52-week / 260-day basis. Paid leave not deducted.
- Hour (blended)
- $32.50
- Day
- $312.00
- Week
- $1,560.00
- Bi-weekly
- $3,120.00
- Semi-monthly
- $1,690.00
- Monthly
- $6,760.00
- Quarterly
- $20,280.00
- Annual
- $81,120.00
Qualified Half — Potential Federal Deduction Input
Info only — claimed on the tax return (Schedule 1-A), never withheld from this paycheck. FICA still applies.
- Only the 0.5x premium on FLSA-required overtime counts — California-only daily premium hours are excluded.
- Cap $12,500 per return ($25,000 joint); phases out above $150,000 MAGI ($300,000 joint).
- Requires a valid SSN; married filers must file jointly. 2026+ W-2s report qualified overtime separately.
Federal FLSA Overtime Rules & Mathematical Principles
Enacted in 1938, the Fair Labor Standards Act (FLSA) establishes fundamental labor standards for private sector and government employees in the United States. Section 207 of the FLSA dictates that covered, non-exempt employees who work more than 40 hours during a designated workweek must be compensated for those excess hours at a rate no less than one and one-half times their regular rate of pay (time-and-a-half).
Under federal law, the workweek is defined as a fixed and regularly recurring period of 168 hours—seven consecutive 24-hour periods. It does not need to coincide with the calendar week and may begin on any day and at any hour established by the employer. Averaging hours over two or more weeks is strictly prohibited; each workweek stands alone.
Overtime & Blended Rate Mathematical Formulas
OT Rate = Regular Hourly Rate × 1.5DT Rate = Regular Hourly Rate × 2.0Gross = (Reg Hrs × Rate) + (OT Hrs × OT Rate) + (DT Hrs × DT Rate)Blended Rate = Total Gross ÷ Total Hours WorkedNeed to convert your regular hourly wage into equivalent annual or monthly earnings? Use our Hourly Rate to Salary Converter to calculate your baseline 2,080-hour salary. Negotiating higher base compensation during your review? Model prospective wage bumps using our Pay Raise Calculator, or explore civil service step schedules on the Federal Pay Raise 2026 Calculator.
Methodology: How This Calculator Differs from Payroll Software
- Single-rate simplification: this tool multiplies one hourly input. Real payroll recomputes the regular rate each week — total remuneration (including shift differentials and nondiscretionary bonuses) divided by total hours — per the OPM FLSA method. Workers with two pay rates use a DIR weighted average (e.g., 32h × $11.00 + 10h × $9.00 = $442 ÷ 42h = $10.52/hr).
- Bonuses count: nondiscretionary, flat-sum, and production bonuses enter the regular rate; discretionary gifts and expense reimbursements do not (CA DIR guidance).
- Hours worked only: holiday, vacation, and sick-leave pay does not count toward the 40-hour or 8-hour thresholds. Overtime wages are payable by the next regular payday (Cal. Labor Code § 204); waivers of overtime are void (§ 1194).
- General-rule engine only: alternative workweeks (AWS), collective-bargaining schedules, agricultural phase-in rules, and health-care 8-and-80 arrangements are excluded — see the DIR overtime exceptions, DOL coverage Fact Sheet #14, and the IRS qualified-overtime FAQs.
Manual Overtime Calculation Examples ($20/hr, $35/hr, $50/hr Federal + $30/hr California)
To calculate overtime pay by hand under the Fair Labor Standards Act (FLSA), calculate base pay for the first 40 hours, then multiply excess hours by 1.5 times the regular rate. Review these worked benchmarks for a 48-hour workweek (40 regular hours + 8 overtime hours):
Benchmark 1: $20.00/hr Base (48-Hour Workweek)
- Regular 40h Pay: 40 hours × $20.00 = $800.00
- Overtime Rate (1.5x): $20.00 × 1.5 = $30.00/hour
- Overtime 8h Pay: 8 hours × $30.00 = $240.00
- Total Gross Weekly Pay: $800.00 + $240.00 = $1,040.00 (Blended Rate: $21.67/hr)
Benchmark 2: $35.00/hr Base (48-Hour Workweek)
- Regular 40h Pay: 40 hours × $35.00 = $1,400.00
- Overtime Rate (1.5x): $35.00 × 1.5 = $52.50/hour
- Overtime 8h Pay: 8 hours × $52.50 = $420.00
- Total Gross Weekly Pay: $1,400.00 + $420.00 = $1,820.00 (Blended Rate: $37.92/hr)
Benchmark 3: $50.00/hr Base (48-Hour Workweek)
- Regular 40h Pay: 40 hours × $50.00 = $2,000.00
- Overtime Rate (1.5x): $50.00 × 1.5 = $75.00/hour
- Overtime 8h Pay: 8 hours × $75.00 = $600.00
- Total Gross Weekly Pay: $2,000.00 + $600.00 = $2,600.00 (Blended Rate: $54.17/hr)
Benchmark 4: California Daily Schedule @ $30.00/hr (Mon 8h · Tue 8h · Wed 8h · Thu 8h · Fri 10h · Sat 4h · Sun 0h)
- Regular Pay: 44.0 hours × $30.00 = $1,320.00 (Fri contributes 8 regular + 2 overtime hours)
- Overtime Pay (1.5x): 2.0 hours × $45.00 = $90.00
- Total Gross Weekly Pay: $1,320.00 + $90.00 = $1,410.00 (46.0 Total Hours · Blended Rate: $30.65/hr)
California Labor Code Section 510: Daily Overtime & Double-Time
While federal FLSA rules only trigger overtime after 40 accumulated weekly hours, the State of California enforces significantly more stringent employee protections under California Labor Code Section 510 and Industrial Welfare Commission (IWC) Wage Orders:
1. Daily Overtime (1.5x Time-and-a-Half)
Any work in excess of eight (8) hours up to and including twelve (12) hours in any one workday, and the first eight (8) hours worked on the seventh consecutive day of work in any workweek, must be paid at 1.5 times the regular rate.
2. Daily Double-Time (2.0x)
Any work in excess of twelve (12) hours in any one workday, and any work in excess of eight (8) hours on the seventh consecutive day of work in any workweek, must be compensated at not less than twice (2.0x) the regular rate of pay.
Overtime Rates & Weekly Earnings Reference Table
Calculated for standard federal workweeks comparing 40-hour base pay with 45-hour and 50-hour total workweeks.
| Base Wage | OT Rate (1.5x) | DT Rate (2.0x) | 45-Hour Week Gross | 50-Hour Week Gross |
|---|---|---|---|---|
| $15.00/hr | $22.50/hr | $30.00/hr | $712.50 | $825.00 |
| $18.00/hr | $27.00/hr | $36.00/hr | $855.00 | $990.00 |
| $20.00/hr | $30.00/hr | $40.00/hr | $950.00 | $1,100.00 |
| $22.00/hr | $33.00/hr | $44.00/hr | $1,045.00 | $1,210.00 |
| $25.00/hr | $37.50/hr | $50.00/hr | $1,187.50 | $1,375.00 |
| $28.00/hr | $42.00/hr | $56.00/hr | $1,330.00 | $1,540.00 |
| $30.00/hr | $45.00/hr | $60.00/hr | $1,425.00 | $1,650.00 |
| $35.00/hr | $52.50/hr | $70.00/hr | $1,662.50 | $1,925.00 |
| $40.00/hr | $60.00/hr | $80.00/hr | $1,900.00 | $2,200.00 |
| $45.00/hr | $67.50/hr | $90.00/hr | $2,137.50 | $2,475.00 |
| $50.00/hr | $75.00/hr | $100.00/hr | $2,375.00 | $2,750.00 |
| $60.00/hr | $90.00/hr | $120.00/hr | $2,850.00 | $3,300.00 |
Overtime Pay Laws by State: California, Texas, and Florida
State labor standards determine when overtime pay begins and how wages are taxed:
California (CA)
Daily Overtime: 1.5x after 8 hours/day and 2.0x double-time after 12 hours/day, plus 7th consecutive day overtime protections.
Labor Code § 510Texas (TX)
Weekly FLSA: 1.5x applies solely after 40 accumulated hours in a 7-day workweek. Zero daily overtime statutes; no state personal income tax (verify current rates at the state comptroller).
Pure FLSA · No State TaxFlorida (FL)
Weekly FLSA: 1.5x time-and-a-half triggers after 40 hours per workweek. Florida enforces no daily overtime caps and levies no state personal income tax (verify current rates at the state DOR).
Pure FLSA · No State TaxAre You Eligible for Overtime? Quick Checklist
This calculator computes gross pay for any inputs — it does not decide eligibility. Confirm all three before relying on the result:
- Covered by the FLSA (most US employees are; see DOL Fact Sheet #14).
- Non-exempt — below the salary threshold or not meeting the EAP duties test (federal $684/week; California $70,304/year). Federal employees: check SF-50 block 35 (“N” = overtime-eligible).
- Hours actually worked over the threshold — more than 40 in the workweek (federal), or more than 8 in a day (California). Leave and holiday hours do not count.
Overtime Pay Calculator with Taxes & Paycheck Withholdings
Employees frequently search for an overtime pay calculator with taxes or overtime pay tax deduction rules because overtime checks appear heavily taxed. Under IRS payroll circulars, employers calculate federal withholding by annualizing your check. When an employee logs 15 overtime hours, payroll software temporarily projects an annualized bracket as if you earned that premium every pay period. Rest assured that when filing IRS Form 1040, overtime pay is taxed at your true blended annual rate, and any surplus withholding is refunded.
Supported Overtime Calculations & Regional Queries
Overtime Pay FAQs
Clear explanations on FLSA compliance, California daily overtime rules, holiday pay calculations, and exemption standards.
How does the FLSA define standard overtime pay?
Under the federal Fair Labor Standards Act (FLSA, 29 U.S.C. § 207), covered non-exempt employees must receive overtime compensation for all hours worked in excess of 40 hours in a designated 7-day workweek at a rate of at least time and one-half (1.5x) their regular hourly rate. The FLSA evaluates overtime on a fixed 168-consecutive-hour workweek basis, without statutory caps on total hours worked by adults.
How do you calculate 'time and a half' (1.5x) for an hourly wage?
To calculate 'time and a half,' multiply the employee's regular hourly wage rate by 1.5: Overtime Rate = Regular Hourly Rate × 1.5. For example, an employee earning $24.00 per hour has an overtime rate of $24.00 × 1.5 = $36.00 per hour. Working a 48-hour week (40 regular hours + 8 overtime hours) yields (40 × $24.00) + (8 × $36.00) = $960.00 + $288.00 = $1,248.00 in gross weekly pay.
Does holiday pay, sick leave, or paid time off (PTO) count toward overtime hours?
No, under federal FLSA regulations, paid time off such as holidays, sick leave, jury duty, and vacation does not count toward the 40-hour overtime threshold because overtime is calculated solely on hours actually worked. For example, if an employee takes 8 hours of paid holiday leave and works 36 actual hours during the workweek (44 total paid hours), they receive 44 straight-time hours with zero overtime hours unless an employer contract or union agreement states otherwise.
What are California's daily overtime and double-time rules?
Under California Labor Code Section 510, employers must pay 1.5x overtime for all hours worked beyond 8 up to 12 in a single workday and for the first 8 hours on the 7th consecutive workday, and 2.0x double-time for all hours worked beyond 12 in a single workday and beyond 8 on the 7th consecutive workday. Unlike federal law which evaluates overtime strictly after 40 weekly hours, California mandates daily overtime thresholds.
Who is exempt from overtime pay under federal FLSA regulations?
Under federal FLSA regulations (29 U.S.C. § 207), overtime exemption requires meeting three criteria: salary-basis pay, earning at least $684/week ($35,568/year), and performing bona fide executive, administrative, or professional duties. In California, the exempt salary threshold is twice the state minimum wage: $70,304/year ($5,858.67/month), computed as 2x the $16.90 state minimum wage (Cal. Labor Code § 515(a)).
Are salaried employees eligible to receive overtime pay?
Yes, salaried employees are legally eligible for overtime pay unless their employer proves they meet all legal exemption criteria. If a salaried employee earns below the statutory salary minimum or does not have primary job duties exercising independent judgment on matters of significance, they remain salaried non-exempt and must receive 1.5x overtime pay for all hours worked over 40 in a workweek.
How is overtime pay taxed, and what is the 2026 'No Tax on Overtime' deduction?
Overtime pay is standard earned income subject to federal/state income taxes and 7.65% FICA payroll taxes. Under the 2025–2028 Omnibus Budget Reconciliation Act (OBBBA), eligible non-exempt workers can claim an above-the-line federal tax deduction for the 0.5x premium half of qualified overtime up to $12,500 ($25,000 joint), phasing out above $150,000 MAGI ($300,000 joint) on IRS Form 1040 Schedule 1-A.
Is it illegal for an employer to refuse to pay overtime, and what are the penalties?
Yes, failing or refusing to pay statutory overtime to non-exempt employees violates Section 7 of the Fair Labor Standards Act. Employers found in violation are legally liable for the full amount of unpaid overtime wages plus an equal amount in mandatory liquidated damages (100% penalty), employee attorney fees, and civil penalties of up to $2,374 per willful violation under Department of Labor enforcement.